Building Culture by Design, not by Chance
By Carryn Hills and Jenni Leonard
September 2025
Most of us know how important good systems are in running a farm or a business. You check your equipment, monitor your stock, and keep an eye on the books. But when it comes to people, we sometimes assume culture will just “take care of itself.”
The truth? It doesn’t.
As soon as you employ people, culture matters. And just like a crop or your business performance, it grows best when it’s nurtured deliberately — not left to chance.
Why Culture Matters
When values aren’t clear, teams pull in different directions. Mixed messages creep in, good people get frustrated, and suddenly you’re spending more time dealing with problems than making progress.
A strong culture is like an anchor. It gives your team clarity, steadiness, and consistency, especially when the outside world feels unpredictable.
Start With Your Why
Every business needs a clear why. Is your “why” about …
Legacy – carrying something forward for the next generation?
Providing for your family – giving them the life you want them to have?
Serving your community – feeding people, solving problems, or supporting local growth?
Freedom and independence – working on your own terms?
Excellence in your craft or profession – setting high standards and taking pride in your work?
When you can clearly name your purpose, you’ll find decision-making — and people management — becomes much easier.
Values - Keep It Simple
Once you know your why, you then need to define your values. These are the principles that guide how you and your team behave day to day. They aren’t just nice words on the wall; they’re the standards that shape decisions, set expectations, and influence how people work together.
Values don’t need to be complicated. In fact, the simpler, the better. For us at Lincolns, our lived values are:
Respect — speaking with care, listening before responding, treating people fairly and equally.
Excellence — doing things well and consistently.
These have become our decision filters. They’re the way we explain what’s expected, validate decisions, give feedback and recognise effort.
Practical Steps You Can Try
You don’t need a big HR department to build culture. Start small, but be consistent:
Weekly check-ins with your employees: 10 minutes is enough to make sure expectations are clear.
Formalised team meetings: at regular intervals, step back and talk about performance and growth.
Hiring for values: when you are interviewing a potential employee, ask questions that align with your values and behaviours you want in an employee, not just what they can do technically.
Feedback loops: recognise when people live the values and call it out when they don’t.
Culture is shaped in the everyday moments, not just in the big decisions.
Final Thought
You don’t have to be a big business to have a strong culture. Even two people can set the tone. Your team will rise (or fall) to the standard you accept.
So here are two challenges:
Define your “why”
Choose one value you want your business to be known for. Talk about it with your team, write it down and start using it as your guide.
Because when culture is clear, people feel supported, problems get solved faster and you get to spend more time building the future you want.
WA Small Business Growth Grants
Applications are now open for the WA Small Business Growth Grant, offering up to $10,000 in matched funding to help small businesses strengthen systems, boost strategy, and support sustainable growth.
Whether you’re looking to invest in marketing, technology, team development, or planning, this grant could help you take the next step. Applications close Friday, 3 October 2025
